Guiding Principles of Our Approach

An effective coaching programme will:

• be time limited, to ensure that it does not supplant line-management support or cause the executive to become overly dependent on an outside coach
• complement the normal links between the individual and their line manager, not replace or undemine them
• be strongly encouraged by the organisation - whilst making it clear that participation within the programme is optional, to ensure that an effective coach-manager relationship can be established and maintained
• remain confidential between the coach and executive, to develop and sustain the necessary degree of trust for an effective coaching relationship, whilst ensuring that the coach is aware of the perspective and expectations of the organisation and that agreed organisational objectives of the programme are addressed
• adopt a 'whole person' perspective, whilst focusing primarily on helping the executive to perform effectively in their organisational role
• draw on, and test, the insights gained from any structured profiling reports that might be available (such as 360o Feedback Reports, Myers-Briggs Type Index® assessments, and so on).

How Executive Coaching Works

The Executive Coaching Programme

Guiding Principles of Our Approach

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